Streamline Labor Compliance
It can be challenging to attract and retain an engaged, knowledgeable in-store workforce, while also juggling the wide range of compliance concerns in retail workforce management. For example, retailers tend to employ a relatively high number of minors, who can only work limited hours. Retailers also operate across jurisdictions, meaning that they have to account for international, national, regional, and local labor regulations and restrictions. As a result, retail workforce management isn’t a top-down, one-size-fits-all process.
Rather, workforce management systems need to be flexible enough to accommodate a highly dynamic environment. In the face of rapidly evolving labor laws and part-time employees’ obligations outside of work, managing labor in a way that empowers store associates and managers is key to optimizing labor spend and improving employee retention.
Simplify with Mobile-First Solutions
One of the most discussed recent trends in labor compliance is the rise of predictive scheduling and predictability pay. These laws typically require advance notice of schedules, required downtime between shifts, and compensation for last-minute changes.
Mobile employee self-service (ESS) solutions can be helpful in ensuring compliance and avoiding costly penalties. These solutions enable retailers to push associates’ schedules directly to their smart phones or tablets, making them easily accessible. Mobile ESS also empowers associates to set their own availability, preventing late changes due to availability mismatches, and to bid on or swap shifts without needing manager intervention. Research has found that this approach to predictive scheduling legislation can improve productivity by 5% and increase sales.
Additionally, mobile-first solutions can be easily geofenced, to ensure no one is working off the clock, and configured with store rules so it’s simple to maintain compliance with all relevant labor regulations.
Automate Scheduling and Forecasting
Using pre-configured rules, customized for a specific store, market, or region, also helps automate compliance as part of the scheduling process. These rules and restrictions are already accounted for in system-generated schedules, so individual managers don’t need to keep track of all the variables on their own. Similarly, if managers need to make schedule changes or find replacements for call-outs, the system can make recommendations based on associate availability, skills or certifications, and compliance.
Additionally, using Artificial Intelligence (AI) and machine learning to augment your labor forecasting, you can drastically improve forecast accuracy taking factors like weather, customer traffic, sales data, and year-to-year trends into account. More accurate forecasts mean more accurate schedules. As a result, it’s easier to plan ahead to ensure compliance with various labor regulations. Managers no longer need to fill scheduling gaps last minute, have associate’s work overtime, or keep associates on-call, practices that can be costly, especially in areas with predictive scheduling laws.
Real-Time Notification and Response
Finally, mobile-first retail workforce management solutions make it easier to ensure compliance in real time. Store managers are able to easily access the information they need to enforce labor rules from a single interface and receive real-time push notifications about impending meal and break violations in order to take corrective action. District managers can also track violations and other labor trends in order to manage by exception.
If you’d like to learn more, join other Reflexis customers and top retailers at the Reflexions 2019 User Conference for a workshop on Managing Labor in a Highly Dynamic Environment. You can also check out the Nucleus Research Technology Value Matrix to see why Reflexis is a Leader in retail workforce management.